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Global Work Glossary

What is HR analytics and its significance?

HR analytics is the process of utilizing data to inform strategies and decisions related to human resources management within an organization. It involves analyzing various metrics, data, and key performance indicators (KPIs) to assess the efficiency of HR initiatives and identify areas for improvement and development. By leveraging HR analytics, HR professionals can measure the success of their teams and projects, leading to more informed decision-making and better business outcomes.

HR analytics differs from people analytics, which analyzes data related to the company's staff to evaluate the success of people initiatives. While there are similarities between the two, HR analytics focuses specifically on metrics and data involving the HR team, while people analytics examines broader staff-related data.

The importance of HR analytics lies in its ability to provide insights into various aspects of human resources management, including employee turnover, hiring processes, onboarding, employee lifecycle patterns, talent management initiatives, and employee retention. By understanding and analyzing these metrics, organizations can optimize their HR strategies and improve overall performance.

Some examples of HR metrics commonly observed in HR analytics include time to hire, cost per hire, turnover rate, attrition rate, absenteeism, revenue per employee, employee engagement, and HR cost per employee.

HR analytics is a continuous process that involves several steps, including data collection, data analytics, and applying data analysis outcomes. Data collection involves gathering relevant data from sources such as HRIS and other data repositories. Data analytics entails analyzing the data to identify patterns, trends, and insights. Finally, applying data analysis outcomes involves using the findings to inform decision-making and implement solutions or improvements.

HR analytics can be categorized into four types: descriptive, diagnostic, predictive, and prescriptive. Descriptive analytics focuses on summarizing past data, while diagnostic analytics seeks to understand the causes behind trends. Predictive analytics forecasts future outcomes based on past data, and prescriptive analytics suggests actions to enhance or mitigate risks based on real-time data analysis.

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